Be ready for the biggest reforms in decades, advises Liam Entwistle
The introduction of the Employment Rights Act 2025 marks one of the most significant reforms to UK employment law in decades.
The legislation is being phased in across 2026 and into 2027. Many employers are focused on the upcoming changes coming into effect from October, including protection from Third Party Harassment, but there are important provisions being rolled out sooner that mustn’t be overlooked.
Today, April 6, sees the expansion of day-one employment rights to include paternity leave. Statutory Sick Pay (SSP), Maternity Pay and Allowance, Adoption Pay and Shared Parental Pay are increasing. For Statutory Sick Pay, the lower earning limit and waiting period has been removed.
Employers should carry out an audit of their SSP procedures, refresh absence management training and ensure their payroll team is ready for the changes.
It will be the responsibility of employers to ensure employees don’t misuse the changes in SSP by having robust procedures in place including return-to-work interviews and adequately capturing the data from periods of illness.
A simplified trade union recognition process has also come into force alongside enhanced whistleblowing protections.
The streamlined recognition process will make it easier for trade unions to get into the workplace and speak to employees.
The best way to ensure recognition of a trade union is not forced on an employer is having a good relationship...
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